Head: Talent, Learning, Culture & Employee Experience

Join TIH, home to some of South Africa’s leading financial service providers, and grow your career while being part of an organisation with purpose.

Job Purpose

The Head: Talent, Learning, Culture & Employee Experience is responsible for developing and executing TIH's organisation's talent, leadership, culture and workforce capability strategy to build a high-performing, engaged and future-ready workforce.

The role leads talent management, succession planning, performance management, leadership development, learning and development, culture transformation, employee engagement and employee experience initiatives across the TIH. The incumbent partners with business leaders to strengthen capability, leadership effectiveness and employee engagement while fostering an inclusive, values-driven and high-performance culture, where employees feel they belong and can thrive.

Responsibilities

Functional Strategy Formation

Provide thought leadership to develop world class talent, leadership,learning and culture enabling the business needs and broader People Strategy.

Internal Client Relationship Management

Partner closely with Heads of Talent Acquisition, Diversity & Inclusion and HR Operations to achieve the goals of ensuring the right talent in key roles at the right time and in the right locations.

Organisational Design

Provide specialist leadership within a multidisciplinary team to evaluate the current state organisation, to develop and assess future state organisational design propositions, and to clarify the costs and business benefits of change.

Organisation Structure

Define the macro structure of a strategic function or group of businesses, the responsibilities of the most senior roles, and the principles that guide the detailed design of the organisation, to enable the achievement of the organisation's mission and business objectives.

Transformational Change Management

Lead the creation and delivery of a transformational change program; mobilize senior executive commitment; use structured change management methodologies to build acceptance of change and to embed desired culture and behaviors throughout the organisation.

Information and Business Advice

Lead the Learning, Engagement, Succession and Performance organisation to develop and execute talent offerings to build leadership, management, game-making expertise and overall organisation capability.

Compensation and Benefits Program Design

Lead the development and delivery of employee salary structures and benefit programs; identify and respond to the needs of internal stakeholders; ensure compliance with legal requirements; ensure coherence with the broader HR policy framework.

Learning and Development Program Design

Drive end to end learning frameworks across levels within the organisation. Lead the design and development of high-quality L&D programs to support the achievement of high levels of learner engagement and required learning outcomes within agreed resources and timescales.

Talent Development

Provide current thought leadership on creative new talent management practices and technology and develop a talent development plan.

Policy Development & Implementation

Develop a comprehensive policy framework for a significant area of the business, and oversee it's implementation.

Stakeholder Engagement

Establish deep, trustful and influential relationships with senior leaders and C-suite leaders to help drive the transformation of the business and the HR function.

Budgeting

Take overall responsibility for setting and approving budgets that achieve organisational strategy.

HR Data Analytics and Insights

Leverage people analytics and insights to diagnose organisational opportunities, evaluate program effectiveness, talent and organisation capability gaps to design and implement solutions.

Leadership and Direction

Communicate the talent development and L&D strategy and its relationship to the organisation's mission, vision and values; clarify the actions needed to implement it within the area of responsibility; motivate people to commit to these and to doing extraordinary things to achieve the organisation's business goals.

Organisational Capability Building

Identify the capabilities needed to meet the current and emerging business needs of a significant function. Evaluate current capabilities, identify gaps, and prioritise development activities. Embed personal development and the fulfillment of personal potential in the culture of the organisation. Build capabilities elsewhere in the organisation through mentoring and other informal methods.

Performance Management

Manage and report on business performance; hold direct reports accountable for achievement of business plans, and take corrective action where necessary to ensure the achievement of business objectives, balancing the need to deliver short term business objectives with the longer term delivery of stakeholder value.

HR Frameworks and Tools

Lead the development of HR frameworks and tools within an important area of responsibility to meet business needs. Specify the design and manage development and implementation, ensuring compliance with external requirements and integration with the broader People policy framework.

HR Data Management and Performance Improvement

Specify and lead the implementation of data requirements for the HR function to meet the organisation's management information needs and to support key processes and procedures, ensuring integration with broader corporate management information systems. Automation of processes to ensure data accuracy, process optimisation to simplify stakeholder experience, leveraging on existing and new technologies or tools. Build and embed a service delivery solutions and excellence model for the organisation to meet business objectives. Consult and educate stakeholders on methods for streamlining and standardising data recording to ensure quality and accuracy of People master data. Define the road map for machine learning implementation, leading the model development life cycle, including data preparation, ingestion and integration, feature engineering, model engineering, and model evaluation.

Change Management

Play an active role in building a change ready organisation culture. In partnership with People enablement and HRBPs, evaluate and modify processes and practices to align to best practice of a changing workforce.

Education

University / Post Graduate (Masters Degree): Industrial Psychology (Required)

Experience

minimum 10 years diverse, well-rounded experience across the talent management function spanning leadership effectiveness, people development, performance management, organizational effectiveness, employee experience, learning and development, culture and engagement. minimum 6 years’ experience in a function management capacity partnering with senior and C suite business leaders and leading specialists teams.

Think you have what it takes to be part of an unstoppable team who constantly finds better ways to give peace of mind? Don't wait, apply now.